Remuneration

The compensation of professors at German universities is governed by the ‘W’ pay table, originally introduced in 2002. This pay scale varies between each federal state. Individual compensation is based on the base salary defined by the W-table (with brackets based on experience) and additional variable salary components.   

Basic salary

The base salary (pretax) depends on a position’s categorization within the W pay table.

• W1 refers to a Junior or Assistant Professorship, an entry-level position for recognized researchers. 
• W2 refers to more established researchers, such as Associate Professors.   
• W3 refers to a full professorship.  

In the state of Baden-Württemberg, the current (2025) base salary per month for these categories is as follows: 

• W1: €5,960.63
• W2: €5,960.63
• W3: €8,429.84

Variable salary components 

The amount of variable salary depends on a candidate’s family status and an assessment of prior performance. Regulations and internal university standards determine the specifics of performance-related pay.

1. Family allowance
   A family allowance is a part of a professor’s base compensation package. In line with the duty of care, it takes into account the additional burdens typically involved with having a family. The amount of family allowance depends on a civil servant’s family situation. A married person’s allowance is paid to married, widowed, or divorced civil servants (if they are required to pay their former spouse alimony). This applies to both same-sex and opposite-sex couples. An additional amount is added for each dependent child. In addition to this family allowance, civil servants can also apply to receive the statutory public child benefit available to all residents in Germany.   

2. Allowances and incentives
   Allowances and incentives are paid in addition to base compensation (base salary plus family allowance) in recognition of specific requirements and achievements.
   Function-based allowances 
   Function-based allowances are given to holders of offices within the university administration (e.g., dean, vice-dean, gender-equality representative, etc.) and are considered an element of base salary. They are included in general salary increases and are also taken into account when calculating pensions.  
   Performance bonuses and incentives 
   Civil servants may receive one-time, short-term, and permanent performance bonuses for outstanding special achievement. These performance-based pay instruments are intended to reward outstanding performance and increase motivation and productivity. One-off performance bonus payments reward special achievements (such as receiving a large grant award or prize), short-term incentive payments reward activities such as acting as the speaker of a large research group or cluster. Permanent performance bonuses are considered part of base salary, and are thus included in regular salary increases and pension calculations (Leistungszulage).  

   In general, university leadership can award performance bonuses and incentives autonomously according to their own rules and guidelines for assessment and management.